Specview

World view Tower, Aarey Nagar,

Cross Road, Sector 9,
Bangaluru, Karnataka, 500105

PROBATION POLICY
Objective:
The policy outlines the method of probationary confirmation for an employee joining the
company. The organization is committed to treating its employees fairly, equally, and
consistently at all times, including during probation.
Scope:
This policy is applicable to all new employees of the company, whose employment
contract includes a probationary period.
Guidelines:
 A strong probation process allows the organization to provide the required level of
support and learning to new workers.
 Employees on probation will not receive an appraisal until their probation period is
finished satisfactorily.
 If a new employee is transferred while still in the process of completing their probation
period, the probation period will be carried over to their new contract. The appointment
will be confirmed only after the original probation period has been satisfactorily
completed.
Period of Probation:
 The period of probation would be 6 (six) months, as mentioned in the Letter of
Appointment. During this period, the employee's performance, attendance, and conduct
would be monitored to establish their suitability for the position.
 The evaluating Manager may recommend an extended period of probation.
 During probation, the employee is entitled to the benefits and perquisites outlined in the
appointment letter's terms and conditions.
Confirmation of Appointment:
  Confirmation of appointment would be subject to satisfactory completion of the
probation period.
 If the new employee's performance, conduct, and attendance are determined to be
unsatisfactory during the probation period, his or her appointment may be terminated in
accordance with the provisions provided in the Appointment letter.
Procedure:
 The new employee will be advised of the procedure for the probationary review during
their induction process.
 During the first two weeks of the appointment, the reporting manager and the new
employee must reach an agreement on the employee's goals.
 Initial training needs must be imparted to achieve the probation objective
Confirmation Procedure:
 The review meeting must be conducted by the immediate Supervisor.
 The immediate supervisor must recommend confirmation. This must also be in
agreement with the advice of the immediate Manager and the HR Manager.
 All confirmations must be conveyed in writing to the concerned employees at least one
working day prior the end of the probation period. This letter will also reiterate any
changes to the terms and conditions that will be effective upon confirmation.
Role of immediate Supervisor:
 The immediate Supervisor is responsible for providing proper guidance and support to
new employees to help them adjust to their new job.
 The supervisor is also responsible for monitoring the new employee's performance and
providing feedback as needed.
Role of Immediate Manager:
 The immediate Manager is responsible for ensuring that probationary periods are
followed as stated in a new employee's letters of appointment.
 The immediate Manager is responsible for ensuring that the new employee receives
enough guidance and training to accomplish their given responsibilities.
 The immediate manager must also ensure that suitable training is provided to the
supervisor participating in the process of appraising the new employee during the
probationary term.
Role of HR Manager:
  To offer help and provide guidance to both new hires and immediate supervisors.
 Inform both parties when the probationary review is expected and facilitate
probationary evaluations.
 In circumstances of bad performance, to provide enough warning at an early stage
extending the probationary period
 In certain situations, it may be perceived that a new employee's performance has been
inadequate; yet it may improve if the employee is given longer time on probation. In
some instances, the employee's probationary period may be extended. The grounds for
the extension should be discussed with the relevant employee.
 Such an extension of the probation period can only be granted once for a minimum of
three months.
 A system for monitoring the performance of the concerned employee throughout the ex
tended probation period will also be developed.
Separation during Probation:
 If an employee is found guilty of engaging in fraudulent activities or misconduct, the
company reserves the right to terminate his or her services without prior warning.
 If a separation occurs during this phase, the separation policy will be followed.
Special Circumstance and Exception
 Any employees who do not have a probation clause in their offer letter at the time of
joining are excluded from this policy.
 Temp and Contract staff are excluded.
 External consultants are excluded.
Revision of the policy:
The company reserves the right to revise, modify any or all clauses of this leave and attendance
policy depending upon the demand of business and labour law requirements.